TABLE 2. Drivers of Turnover—Perspective From Leaders (DAWNS) and Staff (PH WINS) Respondents in State Health Agency Central Officesa.
| Leaders Perspective—DAWNS | Staff Perspective—PH WINS | ||
|---|---|---|---|
| What Drives Turnover? | (n = 193) | (n = 1287) | P |
| Pay | 76% | 49% | <.001 |
| Lack of opportunities for advancement | 74% | 49% | <.001 |
| Other opportunities outside agency | 68% | 21% | <.001 |
| Work overload or burnout | 43% | 21% | <.001 |
| Stress | 37% | 21% | <.001 |
| Retirement | 34% | 3% | <.001 |
| Job satisfaction | 24% | 32% | .025 |
| Weakening of benefits | 18% | 18% | 1 |
| Satisfaction with your supervisor | 16% | 21% | .108 |
| Lack of acknowledgement or recognition | 14% | 27% | .001 |
| Lack of flexibility | 13% | 17% | .163 |
| Leadership changeover | 12% | 14% | .452 |
| Lack of training | 5% | 16% | .001 |
Abbreviations: DAWNS, Directors' Assessment of Workforce Needs Survey; PH WINS, Public Health Workforce Interests and Needs Survey.
aData are shown as DAWNS versus PH WINS. Interpret as follows: In total, 37% of leaders identified stress as a driver of turnover and 21% of staff who are considering leaving selected it as a reason they are considering leaving. In total, 193 DAWNS and 1287 PH WINS respondents answered to these questions. PH WINS respondents only were presented with these items if they indicated they were considering leaving their organization in the next year.